The Inclusion Seed Sowers

?Perhaps you’ve found yourself doing some awkward handwringing recently, wondering why the DEIB initiatives you have been involved with haven’t always provided instant returns. You are aware of the torrent of evidence that proves DEIB initiatives pay dividends, but you’re not seeing them come to fruition. For the perfectionists amongst us, for whom reflective practice can easily overrun the base and end up being more recriminatory than reflective, it is important to offer an alternative critique to counter the inevitable self-criticism as we seek to continuously learn and adapt in our practice, enhancing both personal and professional growth.

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We are living in a world of instant gratification where people expect immediate responses to emails and texts, same-day delivery for online purchases, quick service at drive-throughs, and instantaneous streaming of movies and music. Gales of outrage ensue when we have to wait 2 minutes for the next tube [really - did he say 2 minutes - he’s joking, right?], which doesn’t help, so I thought I’d write a hopefully sanity-restoring note about how this stuff actually works - in the hope that it will leave you feeling more response-able (able-to-respond) rather than just feeling responsible.

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For those of you who are regular readers of my monthly newsletter, you’ll know that I find it a safe space to reconnect with my pastoral roots and often write my reflections more as a thought for the day, so here goes. This month’s is unapologetically drinking from that stream as we think about how patience and persistence often yield richer rewards than immediate gratification.

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I like to think of the work we do as seed-sowing. We sow the seeds of inclusion in the expectation that we will reap the harvest of diversity. As we all know, the growth of plants and trees is a slow process that cannot be expedited without consequences. Mature trees and carefully tended gardens are the results of years of growth, reflecting the time invested in their care. They provide not only aesthetic and environmental benefits but also teach the value of patience and stewardship.

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In Luke chapter eight there is a particularly instructive parable that is called, The Parable of the Sower. For our instruction, it offers a rich metaphorical framework that we can apply to understanding the challenges and successes of Diversity, Equity, Inclusion, and Belonging (DEIB) efforts in various environments or "soils."

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Allow yourself to be in the place of the sower, your job is to scatter the seed. Take a moment to think about what those tiny inclusion seeds contain.? As you scatter them remember that the oak is in the acorn. Every dialogue, every intervention, coaching session, data insight is a seed. The seed contains the plant's blueprint, and as these seeds grow, these ideas and practices gradually become part of the organisation's collective consciousness, influencing thoughts, actions, and traditions over time.

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So now let’s turn our attention to the soil. The parable begins by saying that a sower went out to sow his seed. I am immediately struck by the who-so-ever-will nature of the sowing. The seed is scattered indiscriminately without regard to the receptivity of the soil. I find that interesting because my instinct is to be more targeted with our efforts – but this is a reminder to me that inclusion means all or it means none at all; everyone without exception should be given the option to accept or reject our proposition – and crucially, you are not a hero if you accept it and a villain if you don’t, as the interpretation of the soils will show us. So then the seed falls on four different types of soil, each yielding differing outcomes:

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1. Some fell along the path and was trampled underfoot, and the birds of the air devoured it.

2. Some fell on the rock, and as it grew up, it withered away because it had no moisture.

3. Some fell among thorns, and the thorns grew up with it and choked it.

4. Some fell into good soil and grew and yielded a hundredfold.

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The seeds that fall on the path remind us, from a DEIB practitioner's perspective, that there are some organisations whose culture, for whatever reason, may, when we start to work with them, be impermeable. Inclusion involves disruption - change. As the saying goes, “Everyone thinks of changing the world, but nobody thinks of changing themselves.” Inclusion requires humility and, let’s face it, some organisations are hubristic and suffer from intellectual arrogance. This is why we invest so much time in our discovery work - we know that if what we call the client’s Why-fi signal strength is not strong, then they will not be able to endure the how. Efforts may be quickly dismissed or ignored, much like seeds on a hard path that never germinate. This type of environment can prevent DEIB efforts from taking root at all, let alone thriving.

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We’ve all worked with The Rocky Soil Co., where you introduce them to the power of inclusion and the excitement is palpable. Almost immediately the green shoots of inclusion sprout but sadly the seeds have fallen on shallow soil and so they have no deep roots; they wither under the sun. At The Rocky Soil Co., they initially show enthusiasm for DEIB initiatives, but the commitment is superficial. Without deep organisational commitment to change, their efforts wilt when faced with the inevitable challenges embedding inclusion demands.

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Over at the Thorny Soil Co., the problem is competing priorities. In the parable, we read that the seeds that fall among thorns grow up but are choked by the thorns. In this setting, DEIB initiatives begin to grow but are overwhelmed by competing priorities or conflicting interests within the organisation. This could be due to resource constraints, competing initiatives, or a lack of alignment in leadership. The thorns represent these distractions or counterproductive forces that stifle the growth of DEIB initiatives.

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But at the Good Soil Co., the soil is fertile and receptive – they get the hundredfold ROI because in this environment the culture is not only receptive to DEIB efforts but also provides the necessary support and resources to nurture these initiatives. Such environments allow DEIB efforts to flourish and become deeply integrated into the organisational fabric, leading to substantial and sustainable positive changes. Let’s hear how the parable describes the good soil – v.15: "As for that in the good soil, they are those who, hearing the word, hold it fast in an honest and good heart, and bear fruit with patience."

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The truth is that inclusion comes from the heart; it cannot be demanded. My takeaway from my own reflection is to invest the time to work with clients to help them prepare good soil for planting. We can see that this is crucial for their growth and effectiveness.

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Reflecting on the Parable of the Sower, it's clear that the success of DEIB efforts largely depends on the receptivity and preparedness of the organisational culture where these efforts are implemented. Cultivating an environment that supports these initiatives, like preparing good soil for planting, is crucial for their growth and effectiveness. As seed sowers, if we want to see our work bear fruit, then we must also be ground tillers and break up your fallow ground. This metaphor highlights the importance of preparatory work and ongoing support for DEIB initiatives to truly take root and produce lasting benefits.

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And for the impatient amongst us (or maybe as a reminder to your impatient boss or client) remember – when you are a seed sower, you put it in the soil, give it water, and then… well, you wait.? You can’t pull it up every day to check if it’s growing. You’ve just got to trust that under the dirt, something good is happening.?

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Though out of sight – buried as it is in the soil, the seed is far from dormant; it is awakening to conscious awareness.? As it germinates so it begins to value diversity, acknowledge its biases, and becomes open to learning from others' experiences. ??The good soil provides safe spaces for sharing and listening. It is the ground in which the seeds of inclusion take root and grow.?? As the seedling emerges from the soil, it represents the growth of inclusive practices within the organisation.? This includes implementing policies that promote equity, fostering a culture where everyone feels valued and heard, and actively seeking out and embracing diverse perspectives. During this stage, the organisation may face challenges and obstacles, much like a young plant facing elements like wind and rain. However, with resilience and ongoing support, the seedling of inclusion grows stronger.? As the plant grows, it branches out. This represents the expansion of inclusion beyond initial efforts, reaching into every facet of the community or organisation.?? The mature tree bears fruit. This fruit represents the tangible outcomes of a successfully inclusive culture: innovation, creativity, and a sense of belonging among all members.

All of us at Enolla Consulting look forward to sowing the seeds of inclusion with you.

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